31% of employees think their boss should help them to lose weight. Do you agree?

According to recent research, almost one third (31%) of employees believe that their employer should help them to lose weight.

As more and more of us spend a huge chunk of time in the office, it’s not surprising that workers are starting to think that businesses should take more responsibility for the health of their workforce. Obesity is an issue that’s continuing to have an impact on our society as a whole, and the consequences can be extremely serious.

The study involved 582 adults in full-time or part-time employment in the United Kingdom (UK). 34% said that they felt their bosses had a moral obligation to help them to lead a healthier lifestyle, and 35% believed that incentivised weight loss programs could be a way forward. Interestingly, men were slightly more interested in weight loss schemes being offered by their employers than women.

A big question here is whether or not this is really a ‘work’ problem. A little further digging though demonstrates that the two are actually very closely linked. By giving employees the tools they need to get in shape, you could be minimizing absence due to sickness and also creating a workforce that’s productive, engaged, and motivated.

It could be the case that this survey highlights an increasingly popular school of thought. A ruling from the European Court of Justice stated that severe obesity should be classed as a disability. As well, back in October 2014, the chief executive of NHS England, Simon Stevens, issued a report suggesting that employees in England could be awarded with cash or shopping vouchers for losing weight as part of a plan to tackle the obesity crisis.

Regardless of whether or not you think that you should play a part in keeping your employers trim, the key takeaway here is this: They’re starting to expect more from you than ever before when it comes to health and wellbeing, and if you want to keep your business profitable and productive, you can’t afford to ignore this. We can help!

Give us a call today!

Website: www.TheWorkforceConsultants.com

Facebook: https://www.facebook.com/theworkforceconsultants

Do you suspect that your staff might be ‘pulling a sick day’ today? Here’s what to do:

It’s inevitable that from time to time, your members of staff will get sick. It’s to be expected, and it’s something that you can’t really avoid as you grow your business and your workforce.

As an employer though, you need to be sure that you’re managing your sickness policies and procedures in the right way. Without a robust approach, you could quickly find that sick leave or absence due to sickness is seriously damaging productivity, and in turn, your profits.

So what’s the solution? Check out these four tips for ensuring that you’re covered.

Create a clear policy so staff know what it expected of them

Your sickness and absence policy should cover how and when staff should notify the business that they need to take time off, details around provisions for return to work interviews, and any links to other relevant policies such as disciplinary procedures.

A policy isn’t worth anything if it isn’t clearly communicated and implemented. Be sure that your line managers are onboard, and have any necessary training that they might need.

Understand the role of your employee’s GP

The ‘sick note’ is now a thing of the past. Instead, GPs provide a ‘Statement of Fitness for Work’, otherwise known as a ‘fit note’. Instead of focusing on what the individual can’t do, it’s centered around the tasks that they are able to carry out, which can be really helpful to you as an employer.

Be as supportive as you can, and remember that there will often be low-cost solutions that can help your member of staff to get back to work.

Consider how you’ll support staff when they return to work

If an employee has been off for a lengthy amount of time, or they’re still not quite feeling 100%, you need to give some careful thought to how you can ensure that they have the right support when they return. Otherwise, it can be exceptionally daunting for them, and you could run into some serious problems.

In practical terms, there are quite a few possible solutions here. Treat each case individually, and always liaise with the employee to discuss their needs and preferences. You might offer a phased return, reduced working hours for a set period of time, or extra assistance with carrying out tasks.

Be proactive rather than reactive

Dealing with sickness issues is much harder than preventing them in the first place. There are positive changes you can make to how you promote physical and emotional well-being in the workplace, and these are far more effective than efforts to problem solve once the damage has already been done.

Could you change working patterns so workers get enough sleep and aren’t left feeling tired and stressed out? Could you bring in a package of more flexible benefits that include things like health care or gym memberships? How about up-skilling your management team so they can spot problems like stress and take action to rectify them? A creative and proactive approach could do wonders for your business.

If you’re experiencing problems with sick leave, sick pay, paid sick days or absences, we can help!

Give us a call today!

Website: www.TheWorkforceConsultants.com

Facebook: https://www.facebook.com/theworkforceconsultants